Solution Design
7 months ago
**Not Applicable**
**Qualification**:
Graduate
- Define growth path for team members based on career lattice.
- Identify changes required to the career lattice.
- Demostrate appreciation of diversity and inclusion in professional interactions.
- Highlight any observable deviations in areas of diversity and inclusion.
- Take concious effort to improve the diversity quotient of the teams during recruitment.
- Organize educational, inspiring, bonding community events (inperson and virtual).
- Conduct hiring discussions.
- Identify potential retention risks and take mitigation measures.
- Formulate evaluation criteria for recruitment.
- Participate in college recruitment, summer programs, hackathons, job fairs, etc to attract new hires to Cognizant.
- Facilitate mentorship process in a small community of members.
- Mentor the team on community brand positioning strategies* Participate in external brand positioning activities.
- Report any deviations from people practices that do not reflect organizational values.
- Conduct people management processes with fairness, transparency and diligent.
- Contribute to design and establishment of people management processes.
**KRA-2**:
**Delivering superior engineering outcomes**:
- Be able to effectively elicit role and project expectations and explain the same to stakeholders participating in talent supply chain processes.
- Understand the competencyproficiency role mapping for self.
- Solicit performance feedback and use it to identify proficiency gaps in the remit of the role.
- Periodically evaluate team performance and provide the adequate feedback required to help members move along the path to enhance their competency.
- Track the team performance on a regular basis and report any risk to delivery.
- Contribute to and lead community members in building knowledge management repository.
- Be aware of community capabilities available from other communities and facilitate leveraging them as and when needed.
- Be accountable for all the engineering deliverables, metrics and competency from a community standpoint.
- Proactively identify improvement areas and provide candid feedback using suitable communication techniques.
- Devise improvement plans and monitor the progress of team members.
- Identify improvement areas and works on improvement plans for self.
- Analyze, identify and address areas of improvement needed at the community level.
- As part of the project lifecycle updates the various KPI in Cognizant and Customer Systems.
- Tracks and reports the measurable KPI to Cognizant Delivery Excellence team and Customer stakeholders.
- Implements get well plan for metrics that do not meet the threshold.
**KRA-3**:
**Fostering strong competency**:
- Identify the enablement needs of the team under direct supervision.
- Lead knowledge sharing sessions in your area of expertise.
- Work with enablement teams to tailor the programs relevent to members.
- Set up strategy and processes for driving competency gap identification and closures at a community level.
- Drive best practices for eliciting competencyproficiency gaps.
- Set up a plan for closing individual role competency gaps and work towards the same.
- Help team members understand the diversity of career opportunities available in CDE and across Cognizant.
- Observe capabilities of team members and discuss how their aspirations can be fulfilled through the organizational career lattice.
- Facilitate participation of team members in various experience building forums.
**KRA-4**:
**Operating efficiently**:
- Ensure the skill profile and resume are kept current.
- Manage a roster of interview panelists from your team and ensure nominations are load balanced and respect individual constraints.
- Track the progress of interview, offer letter and onboarding dates for hiring requirements in your engagement/account/customer context.
- Prepare knowledge base for providing engagement related induction to new joiners from engineering community.
- Extend support for helping new community members settle into their new role, including logístical help if required.
- Review the team ageing on the project and suggest possible rotations to the client through EM.
- Identify the backups for rotation, assess any skill gap for the new role and mitigate the same.
- Motivate the team to acquire newer skills and to dwell upon them the need for rotation.
- Be accountable for resolving any conflicts transparently and fairly during the performance management process.
- Drive community specific performance management operational processes.
- Keep a tab on the Rewards and Recognition process, rewards granted and works with operations team for required changes.
- Motivate leads and Managers to reward associates in an appropriate and timely manner.
- Update Resume in HCM and ensure skill profile in MyCareerApp are current.
- Mentor your teams to keep record the skill profile promptly and bring newly acquired skills and proficiencies to the
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